You have a full-time job. You also have a parent who needs you. And most days, it feels like you’re failing at both.
This is the reality for the majority of family caregivers — 60% of them are employed full or part-time while managing care responsibilities.
What working caregivers are actually managing
It’s not just the time. It’s the unpredictability. You can plan around a regular caregiving schedule. What you can’t plan around is the fall at 2pm on a Tuesday, the confused phone call during your 10am meeting.
The mental load — the constant background processing of your parent’s situation — is present whether you’re at work or not. And it erodes concentration, creativity, and capacity in ways that don’t show up on a calendar.
Know your workplace rights
FMLA: If you work for an employer with 50+ employees and have been employed for at least 12 months, you may be entitled to up to 12 weeks of unpaid, job-protected leave per year to care for a parent with a serious health condition. FMLA leave can often be taken intermittently.
California Family Rights Act (CFRA): provides similar protections and applies to employers with 5+ employees — a broader net than FMLA.
California paid Family Leave (pFL): provides partial wage replacement (60–70% of wages) for up to 8 weeks per year for employees who take time off to care for a seriously ill family member.
Structural strategies that help
Build the support system that gives you full days. Establish clear communication protocols with the caregiver. Involve HR or your manager honestly. Batch caregiving tasks into specific time blocks rather than letting them scatter throughout your week.
The sustainability question
Not what you can white-knuckle for six months. What you can maintain for years — because caregiving often is a years-long commitment.
Talk to Care partners about building a care structure that lets you stay employed, stay sane, and be the family member your parent needs.